• Asia pacific journal of information systems
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• 제33권3호
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• pp.831-862
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• 2023

The rapid adoption of smartphones and tablets among employees has recently forced organizations to proactively embrace bring your own device (BYOD). The situation of COVID-19 makes the concept of BYOD even paramount. Allowing employees to bring their own mobile devices to the workplace has helped companies realize productivity gains and cost benefits. However, BYOD has also blurred the boundaries between work and personal life, thereby creating a stressful environment for employees (Doargajudbur and Hosanoo, 2023). This study explores the relationships between several BYOD attributes and investigates the effects of these attributes on work-to-life conflict. It contributes by introducing workplace connectivity after hours as a new dimension of BYOD attribute to influence work-to-life conflict. Based on boundary theory, a theoretical model is developed and tested with an online survey. The results reveal that flexibility and workplace connectivity after hours positively influence productivity, and flexibility helps to relieve instead of increase work overload. Meanwhile, a higher level of flexibility and productivity can help reduce work-to-life conflict, and a higher level of work overload induces a higher level of work-to-life conflict.

• 가정∙방문간호학회지
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• 제30권1호
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• pp.15-25
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• 2023

Purpose: This study describes the associations between shift work factors, workplace violence bystander types, and the missed nursing care of hospital nurses. Methods: A cross-sectional survey was conducted among hospital nurses using structured questionnaires related to shift work factors, workplace violence bystander types, and missed nursing care. The study participants were 199 nurses caring for adult patients and working in two tertiary hospitals. Results: The missed nursing care of the participants showed a statistically significant positive correlation with the facilitating bystander (r=.40, p<.001) and abdicating bystander (r=.28, p<.001) among the workplace violence bystander types. However, rest time during duty showed a significant negative correlation (r=-.16, p=.026). A regression model with control variables (department and clinical career), shift work factors, and workplace violence bystander types explained approximately 25% of missed nursing care of the study participants. Further, the facilitating bystander type influenced the missed nursing care of hospital nurses. Conclusion: As a result of examining the associations between shift work factors, workplace violence bystander types, and missed nursing care of hospital nurses, it was confirmed that missed nursing care was influenced by the facilitating bystander type. It is necessary to improve the nursing culture within the department so that nurses do not behave as negative bystanders to workplace violence.

• 한국방사선학회논문지
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• 제12권4호
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• pp.459-466
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• 2018

방사선작업종사자 및 방사선작업장의 위험성은 주로 피폭선량 값으로 평가되고 있다. 하지만, 방사선작업장은 사용하는 방사선 및 작업환경이 상이하다. 특히, 방사선투과검사작업장은 작업대상물, 차폐체 사용가능 유무 등에 따라 작업환경이 다양하다. 따라서 효율적인 방사선 방호를 위해서는 여러 가지 인자들을 검토하는 것이 필요하다. 이에 전문가 및 조장 방사선작업종사자들 대상으로 설문조사를 수행하였으며, 그 결과, 방사선원, 방사선피폭선량, 작업장관리현황, 판독특이자, 정기검사현황이 주요인자로 선정되었다. 또한, 설문조사 중요도를 바탕으로 1차 가중치(안)을 설정한 후 2차적으로 전문가 자문을 통해 인자 내 세부항목별 가중치를 선정하였다. 따라서 본 연구를 통해 선정된 주요인자를 바탕으로 하여 방사선투과검사작업장 위해도 지수 모델 개발이 가능할 것으로 판단된다.

• 한국생활과학회지
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• 제21권1호
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• pp.95-111
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• 2012

This study investigated the pathways of factors affecting 173 employed mothers' second childbirth plans. Participants were all employed working mothers with an infant under 10 months old. The hypothetical model used in this research proposed that workplace childcare support, social support, value of children and parenting stress of employed mothers will directly affect second childbirth plans. Additionally, workplace childcare support, social support, value of children, marital satisfaction and job satisfaction will indirectly influence second childbirth plans as a result of parenting stress. The results of this research demonstrated that value of children and parenting stress were the factors which directly affected second childbirth plans of employed mothers. In addition, workplace childcare support, social support, marital satisfaction and job satisfaction indirectly influenced second childbirth plans as a result of parenting stress. This study suggests the need for the establishment and development of workplace childcare support and the need for enhancing the value of children. This research further suggests the need for policies aimed at increasing psychological well-being and decreasing parenting stress for working mothers who are contemplating second childbirth plans.

• Asian Pacific Journal of Cancer Prevention
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• 제15권17호
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• pp.7287-7290
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• 2014

Background: Brief physician counselling has been shown to be effective in improving smokers' behaviour. If the counselling sessions can be given at the workplace, this would benefit a larger number of smokers. This study aimed to determine the effectiveness of a ten-minute physician counseling session at the workplace in improving smoking behaviour. Materials and Methods: This prospective randomised control trial was conducted on smokers in a factory. A total of 163 participants were recruited and randomised into control and intervention groups using a table of random numbers. The intervention group received a ten-minute brief physician counselling session to quit smoking. Stages of smoking behaviour were measured in both groups using a translated and validated questionnaire at baseline, one month and three months post intervention. Results: There was a significant improvement in smoking behaviour at one-month post intervention (p=0.024, intention to treat analysis; OR=2.525; CI=1.109-5.747). This was not significant at three-month post intervention (p=0.946, intention to treat analysis; OR=1.026; 95% CI=0.486-2.168). Conclusions: A session of brief physician counselling was effective in improving smokers' behaviour at workplace, but the effect was not sustained.

• 수산해양교육연구
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• 제28권3호
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• pp.713-726
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• 2016

This study were attempted to apply the HACCP system adopted in the dried anchovy workplace to ensure the hygiene safety of dried anchovy workplace. In this study, HACCP system procedures, including HACCP team organization, determination of critical control point(CCP), establishment of critical limits, mornitering and verification etc., were established using KFDA 12 procedures. To determine whether hazards were critical elements, we evaluated the likelihood and seriousness of each hazard element. The likelihood of residual microorganism and metal piece exceeding the acceptable limit in dried anchovy products were demonstrated to be a critical hazard element. Management of the boiling(CCP-1B) and metal detection(CCP-2P) were determined to be a critical control point. The standards for acceptable residual microorganism and metal piece were set based on relevant laws and regulations, and then the limits were adapted and established for the CCP. An HACCP plan applicable to dried anchovy workplace was established.

• The Journal of Asian Finance, Economics and Business
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• 제7권10호
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• pp.999-1006
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• 2020

This study provides an understanding of the role of job satisfaction as a mediator of compensation and workplace environments for the organizational commitment of employees in the public sector. This study used a structural model using path analysis. The population and sample in this study were all employees at the Population and Civil Registry Office of one of the districts in Indonesia. The sampling technique used was total sampling, due to the considerably smaller amount of the sample size. This study found that compensation and workplace environment could explain job satisfaction variables with a 93.8% confidence level and simultaneously compensation, workplace environment, and job satisfaction that could explain organizational commitment with a variable of 97.4%. This findings also shows that the manifest bonus variable on the latent compensation variable is one of the main indicators that needs to improve to increase job satisfaction and organizational commitment. One of the important things which needs to be done is to increase compensation. The first thing which needs to be done is to increase the bonus. Furthermore, to improve the quality of the workplace environment, facilities, and infrastructure such as stable internet connections, computer specifications are the important criteria that must be met.

• Safety and Health at Work
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• 제6권4호
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• pp.305-311
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• 2015

Background: The purpose of this study was to examine the relationship nursing personal and workplace system factors (work disability) and work ability index scores in Ontario, Canada. Methods: A total of 111 registered nurses were randomly selected from the total number of registered nurses on staff in the labor, delivery, recovery, and postpartum areas of four northeastern Ontario hospitals. Using a stratified random design approach, 51 participants were randomly selected in four northeastern Ontario cities. Results: A total of 51 (45.9% response rate) online questionnaires were returned and another 60 (54.1% response rate) were completed using the paper format. The obstetric workforce in northeastern Ontario was predominately female (94.6%) with a mean age of 41.9 (standard deviation = 10.2). In the personal systems model, three variables: marital status (p = 0.025), respondent ethnicity (p = 0.026), and mean number of patients per shift (p = 0.049) were significantly contributed to the variance in work ability scores. In the workplace system model, job and career satisfaction (p = 0.026) had a positive influence on work ability scores, while work absenteeism (p = 0.023) demonstrated an inverse relationship with work ability scores. In the combined model, all the predictors were significantly related to work ability scores. Conclusion: Work ability is closely related to job and career satisfaction, and perceived control at work among obstetric nursing. In order to improve work ability, nurses need to work in environments that support them and allow them to be engaged in the decision-making processes.

• 산업노동연구
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• 제23권2호
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• pp.141-167
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• 2017

본 연구는 작업장혁신 프로그램들의 고용효과에 관한 실증분석이다. 본 연구의 이론 모형과 가설은 혁신 일반의 고용효과에 관한 기존의 연구결과들을 발전시켜서 개발하였다. 사용 자료는 노사발전재단의 "일터혁신지수" 2013-14년 자료이다. 사용 자료는 횡단면 자료이고 통계모형은 OLS 모형이다. 본 회귀모형의 종속변수는 고용증가율이고 주된 독립변수는 작업장혁신 지수이다. 작업장혁신 지수는 TQM/6시그마, 제안제도, 다기능훈련 등을 합성하여 작성하였는데, 그 관행들의 도입 여부와 활용 정도(표준화값) 등 2 가지로 된 측정치들로 구성하였다. 분석 결과 작업장혁신 프로그램들의 도입 여부는 고용증가율에 통계적으로 유의한 영향을 미치지 못하고, 작업장혁신 프로그램들의 활용 정도는 고용증가율에 약하게 통계적으로 유의한 양(+)의 영향을 미치고 있었다. 이상의 분석 결과들은 작업장혁신의 도입이 고용에 통계적으로 유의한 영향을 미치지 못하고 있음을 말해주고 있는데, 그것의 활용도를 높일 경우에는 약한 수준에서나 고용에 긍정적인 영향을 미칠 가능성이 있음을 시사하고 있다. 그 밖에 정부 지원의 조직혁신 컨설팅을 받은 사업체(+), 임금수준(-), 1인당 훈련시간(+), 전년도 근로자수(-) 등이 고용증가율에 통계적으로 유의한 영향을 미치고 있다. 마지막으로 본 연구의 실증결과들을 요약하고, 연구의 한계와 향후 연구의 방향을 논의하였다.

• 한국CDE학회논문집
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• 제17권2호
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• pp.79-90
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• 2012

In digital virtual manufacturing simulation, Digital Human widely used to optimal workplace design, enhancing worker safety in the workplace, and improving product quality. However, the case of ergonomics simulation solutions to support digital human modeling, Optimal DHM (Digital Human Model) data needed to develop and perform DHM will collect information related to the production process. So simulation developer has burden of collecting information. In this study, to overcome the limitations of existing solutions, we proposed the ADAGIO(Automated Digital humAn model development for General assembly usIng Ontology) framework. The ADAGIO framework was developed for DHM ontology to support optimal deployment of digital virtual environment and in order to ensure consistency of simulation components that are required for simulation modeling was made of a library.